Human Resources

From employment law to compensation and benefits, FMLA and hiring and firing and more, Business Management Daily provides comprehensive Human Resources updates.

Discover how your colleagues – and competitors – are dealing with discrimination and harassment, employment law, benefits programs, and more.

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The U.S. Department of Labor’s Employee Benefit Security Admin­istration has asked a federal court to appoint a fiduciary for the 401(k) plan at Astro Communications, a Bronx telecommunications firm.
Following two years of development and debate, the U.S. Department of Labor in May released a sweeping overhaul of the regulations for paying overtime to exempt, white-collar employees.
Some employees think as long as they can get a doctor’s note certifying that they missed work due to a disability or a serious health condition, they can’t be punished. Not true!
A federal appeals court ruled late last month that arbitration agreements prohibiting class-action lawsuits violate the National Labor Relations Act.
Most employers have little interaction with the Occupational Safety and Health Administration, the federal agency tasked with overseeing workplace safety. Unless they were one of about 36,000 employers OSHA inspected last year, most businesses, particularly smaller businesses, may have gone for many years without dealing with the agency. That is about to change.
The new overtime rules for white-collar employees could force some employers to reconsider allowing part-time work for exempt staff—or to seek ways to reclassify those positions as nonexempt.
Some workers are thin-skinned and seem to think that little annoyances can add up to a discrimination or retaliation lawsuit. Fortunately, that’s not true.
Carefully document each and every disciplinary action at the time it occurs, complete with details on who said what and when it happened.
Here's your monthly quiz on HR news and trends.
The Department of Labor’s new overtime rules for exempt employees allow employers to partially satisfy the salary threshold ($47,476 per year or $913 per week) by including up to 10% of nondiscretionary bonuses and other incentive payments in exempts’ salary. What counts as a nondiscretionary bonus?
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